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Realising the Potential of Older Workers
in Scotland
Graham Smith
Centre for Lifelong Learning
University of Strathclyde
Contents
1. Changing demographics and
observations
2. Engaging older workers – an
empirical study
3. Reflections
1. He is part of a reducing
number of young people
2. His mum was almost 32
when he was born
3. Almost 50% chance of
living to 100
4. A strong possibility of
moving away to study or
work
1. Population change
UK Population (Thousands) 1901 to 2009
Sources: Adapted from Hicks and Allen, 2009 ; 2001 UK Census and Mid-Year Population Estimates, 2009.
61%
68%
16%
45%
Increase:
Comparison of population change for UK countries, 2008-2033
Source: GRO Scotland, 2010:
Population change
2. Low fertility rate
Total fertility rate and replacement rate, Scotland, 1951-2008
Source: GRO Scotland, 2010
3. Increasing life expectancy
UK 1901
M = 45 F = 49 UK 2007-09
M = 77.9 F = 81.9 Scotland
M = 75.8 F = 80.3
Kensington
M = 83.7 F = 87.8
Glasgow
M = 70.8 F = 77.1
(East End Glasgow = 63.5 for men; lower than Iraq = 68.3)
Source: GRO Scotland, 2010 and ONS, 2010
4. Migration
Estimated net migration, Scotland, 1951-2009
Source: GRO Scotland, 2010
Changing age structure
Projected percentage change in age structure of Scotland’s population,
2008-2033
Source: GRO Scotland, 2010
Observation: Changing policy
Increasing of state pension age in process – increase to 66 by 2020, 67 by 2036 and 68 by 2046
Removal of Default Retirement Age (DRA)
Encouraging individuals to work longer through reducing benefits and removing barriers e.g. DRA
But here lies the paradox: government are encouraging
individuals to work longer, yet strategies for workforce rationalisation tend to target older workers
Workforce ageing: 33.6% of public sector workers are aged 50+
(Loretto, 2011) Pensions Bill, 2011
Observation: Organisational response
Observation: Impact on individuals
Increasing uncertainty
Once out of the labour
market, older adults less
likely to re-enter labour
market than younger people
(TAEN, 2009)
A real need for advice and
guidance
Skills for Scotland: A lifelong skills strategy
Application 2007 – National ESF Priority 2 project led by Adam
Smith College
Commenced June 2008 with 13 national partner organisations
Key target groups:
Low skilled, low paid employees including those with low
levels of literacy and numeracy
E-skills for potential new entrepreneurs and managers
Training, mentoring and support for older workers and BME
communities
Realising Your Potential project
Key objectives of the project are to assist older workers aged 50+ to: 1. Re-engage with learning
2. Update their existing skills and
develop new skills
3. Assess current work ability and explore work potential
4. Enhance their future employability
5. Consider working longer and/or postpone retirement
‘Double Loop’ learning model
Stage 2 Build confidence and
motivation for learning.
Develop skills such as
communication, team
working and Information
Technology
Stage 3 Explore new
interests
Stage 1 Reflect on prior
learning experiences
Stage 4 Evaluate current
workability
Stage 5 Progress onto new
learning opportunities
Based on Argyris & Schön, 1978
Findings: Beneficiary data
Findings: Learning and qualifications
19% of participants considered to be low skilled (SCQF Level 2 and below)
21% participated in formal learning in past 5 years with 86%
participating in informal learning
All participants had experienced classroom based learning
25% experience of distance learning e.g. Open University 42% experience of on-line learning
Two groups delivered on employer premises (Civil Service and
Health Authority) - 95% of CS group left school with no formal qualifications
Findings: Accessing advice and guidance
Lack of awareness of national all-age guidance service and services available – 78% unaware
20% likely or extremely likely to use services of Skills Development Scotland
38% unsure and 42% unlikely to engage
The overall perception of the service was: ‘not sure it’s relevant to me’
Similar challenge for Universities……………?
Findings: Future uncertainty
61% of participants likely or extremely likely to work beyond Statutory Retirement Age
A further 30% unsure whether they will work beyond SRA
Only 9% indicated they were unlikely to work beyond SRA
Evaluation: Questionnaire
Q. What personal outcomes do you feel have been achieved since
completing the programme?
Evaluation: Questionnaire
Q. What personal outcomes do you feel have been achieved since
completing the programme?
Reflection: State Pension Age
Both Men and Women
Year Born Age SPA
1956 55 65
1961 50 66
1966 45 66
1971 40 67
Re-defining employability and learning in later life
Source: Pensions Advisory Service, 2011
Reflection: Transitions in later life
For many individuals, working in later life is a dot on the horizon
Capacity to deal with change and uncertainty varies significantly
from person to person and is amplified by age
A number of ‘life transitions’ exist over the age of 50
Source: Phillipson, 2002
Reflection: Encouraging lifelong learning
One of the greatest predictors of participation in learning at a
later stage in life is the amount of initial education
The amount of initial education is likely to be greater for future
generations
Source: Smith, 2010
